Jennifer O’Brien Roper and Charley Pennell
The 2001 release 1 version of the Library of Congress’s Cataloger’s Desktop is reviewed. While LC has added new tools, most notably AACR2 and links to Web resources, and has…
Abstract
The 2001 release 1 version of the Library of Congress’s Cataloger’s Desktop is reviewed. While LC has added new tools, most notably AACR2 and links to Web resources, and has ironed out a number of bugs over the past six years, this product remains functionally the same as it was in 1995. The user interface, search capabilities, internal file linking, customization, and other features of Desktop are illustrated and discussed, along with some of the technical problems encountered over the course of three years in one library’s networked experience. Finally, comparisons are made with the recent demonstration version of ClassWeb, the browser counterpart for the Classification Plus portion of Cataloger’s Desktop.
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The study analyzes a survey of 372 businesses operating in the East Midlands and reveals the trends of engagement with green growth, demand for green skills development and…
Abstract
The study analyzes a survey of 372 businesses operating in the East Midlands and reveals the trends of engagement with green growth, demand for green skills development and pro-environmental business support. The findings confirm major differences in how large and small businesses engage with green growth and the challenges they face. Sectorial characteristics are of significance in growth trends and confirm manufacturing companies derive more turnover from the green products when compared to services. Manufacturing companies are also more proactive than services in integrating the green growth ambitions with the business strategy. Green skills and information gaps are major obstacles to business engagement with green growth. Business support agencies are urged to broaden the scope and availability of the pro-environmental enterprise support. Policy community is advised to develop support mechanisms that reduce skills and information gaps. A transformative approach to enterprise support is advocated in order to catalyze the contribution of the business community to sustainable regional development.
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Rachel Ashworth, Tom Entwistle, Julian Gould‐Williams and Michael Marinetto
This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School,Cardiff University, 6‐7th September 2005
Abstract
This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School, Cardiff University, 6‐7th September 2005
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The purpose of this paper is to explore the changes in gender‐biased employment practices that it is perceived have occurred in New Zealand accountancy workplaces over the last 30…
Abstract
Purpose
The purpose of this paper is to explore the changes in gender‐biased employment practices that it is perceived have occurred in New Zealand accountancy workplaces over the last 30 years, using Oliver's model of deinstitutionalization.
Design/methodology/approach
Sequential interviewing was carried out with 69 experienced chartered accountants and three human resource managers, and at a later date with nine young female accountants.
Findings
Evidence is presented of perceived political, functional and social pressures cumulatively contributing to deinstitutionalization of overt gender‐biased employment practices, with social and legislative changes being the most influential. Deinstitutionalization appears incomplete as some more subtle gender‐biased practices still remain in New Zealand's accountancy workplaces, relating particularly to senior‐level positions.
Research limitations/implications
This study adds to understanding of how professions evolve. The purposeful bias in the sample selection, the small size of two of the interviewee groups, and the diversity in the interviewees' workplaces are recognized limitations.
Practical implications
Identification of further cultural change is required to deinstitutionalize the more subtle gender‐biased practices in accountancy organizations. This could help to avoid a serious deficiency of senior chartered accountants in practice in the future.
Originality/value
This paper represents one of a limited number of empirical applications of the deinstitutionalization model to organizational change and is the first to address the issue of gender‐biased practices in a profession. The use of sequential interviewing of different age groups, in order to identify and corroborate perceptions of organizational change is a novel approach.